Legal · Employment
Employment law for modern workplaces
Unfair dismissal with AI-influenced decisions. Settlement agreements. Surveillance under UK GDPR. Algorithmic management. Discrimination in tech. Whistleblowing. The questions tech workers actually face.
I write this as someone who has spent a decade on privacy and compliance at enterprise scale, reads workplace data regulation fluently, and understands what AI in HR actually does because I build AI systems too. The overlap is where the new law applies.
Articles in this cluster
Published
- Subject Access Request to a Former Employer (UK): What They Must Hand Over
What a former employer has to hand over, the one-month deadline, the exemptions they will try to rely on, and why destroying data to stop you seeing it is a criminal offence.
- Unfair Dismissal When AI Influenced the Decision (2026): Your Rights, the Discrimination Route, and What You Can Demand to See
When a productivity score or monitoring flag shapes a dismissal: the fairness test that still applies, the solely-automated safeguards in force since February 2026, the discrimination route that needs no qualifying period, and the reforms due on 1 January 2027.
- Workplace Surveillance and AI Monitoring: What UK Law Allows in 2026
Article 88 and the ICO monitoring rules, legitimate interest over consent, when a DPIA is required, the automated-decision safeguards that apply when AI scoring drives a decision about a worker, and the workplace emotion-recognition the EU has banned outright.
- AI Rejected Your Job Application: Your Rights under UK Law in 2026
The Articles 22A to 22D safeguards regime in force since 5 February 2026, the four things you can demand after an automated rejection, indirect discrimination under the Equality Act when the tool is biased, and the EU AI Act dates that moved in May 2026.
- Whistleblower Protection in the UK (2026): What PIDA Covers, How to Make a Protected Disclosure, and the Mistakes That Lose the Protection
The qualifying-disclosure test under Part IVA of the Employment Rights Act 1996, the public interest requirement, the disclosure channels, the uncapped compensation for whistleblowing dismissal, and the compliance and privacy angle.
- Negotiating a UK Settlement Agreement in Redundancy (2026): What to Push For, What to Watch For, and How the Tax Works
Section 203 Employment Rights Act 1996 framework, the £30,000 tax-free cap, the PILON trap under PENP rules, the five items worth pushing for, and the five clauses to read twice before signing.
Planned
- Settlement agreements: what to negotiate before signing, traps to avoid
- Workplace surveillance under UK GDPR Article 88
- Algorithmic management and worker rights
- Discrimination claims in tech: gender, ethnicity, neurodiversity patterns
- Whistleblowing and protected disclosures in privacy and compliance roles
- IR35 and contractor status after the latest reforms
- Redundancy in tech-sector layoffs: selection, consultation, leverage
Not legal advice
Educational. Not a substitute for advice from a qualified solicitor on your specific facts. For your matter, instruct a regulated practitioner.
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